In reality, people with disability experience a lot of discrimination. Thus, to protect these disabled persons, the United States Congress, during the leadership of then U.S. President George W. Bush, created and signed into law the Americans with Disability Act of 1990 (ADA). This law focuses on the protection against the discrimination to Americans with disabilities. Millions of jobs are under the protection of this program.

An example of a resume for people with disability is not difficult to make as some of you might think. Though disabled persons have limitations in performing certain jobs, they can still be productive and effective in accomplishing various tasks as a normal individual.

If you happen to be among the few aspiring disabled applicants who are patiently looking for employment, you must try not to focus on your weaknesses and instead concentrate on your strengths. Yes, some employers may be biased and may develop a negative perception about you, but you should keep your self-esteem in-tact. With the help of a powerful resume, you can present potential employers your fortes and your edge over other contenders.

What Should You Highlight?

While there are occupations that are really not applicable for most disabled persons like you, still, there are a lot more jobs that suit your competence and ability. Besides considering a job that fits your potentials, you should also believe in yourself and in your capacity to do great things. In short, if you think that your disability will not affect your job performance, then you should go for the gold and apply for the post.

After finding a job that fits your capabilities, you must create a list of all your strong points and excellent qualifications. You must be able to present your unique potentials to your future employers and show them that you can work, accomplish your tasks, and perform at your best even if you have a disability. Recognize and stress out your talents as well.

Indeed, the best example of a resume for people with disability is something that does not undervalue one's capacities. Your resume must be a reflection of your strong determination to get the job and to prove yourself to others.

Should You Disclose Your Disability?

Though the decision to disclose or conceal your disability depends on you, you should still carefully evaluate your status before any potential employer. If you think the employer is considerable, then inform them. But if you think that it will affect your advantage and qualifications in getting the job, then you must postpone mentioning it in your resume and just wait until your application is picked out.

Similarly, many career specialists advise that you should not disclose your disability until an interview is set. This is to avoid prejudgments and a possible discrimination. Also as stated under the Americans with Disabilities Act, it is no longer a must that you should mention your disability. Thus, you should consider your application normally and must not be too worried about your incapacity.

Starting Your Cover Letter

In writing your cover letter, do not start with the details of your disability. If you want to mention it, make sure you highlight on your strengths and your capacity to overcome them. Follow the standard format in making a cover letter then emphasize more on your skills, talents, and adaptability that showcase your abilities.

Include in the second paragraph your limitations then continue explaining your functions and capacity for the job. Discussing the truth and emphasizing on your trustworthiness will be a good.

Getting an Interview

If you have the chance to be invited for an interview, then you're lucky enough. That would be your chance to prove the employer that you are capable and qualified enough for the job even if you're disabled.

Always remember that you are not different from others. Never put yourself down. Always bear in mind that there are still many opportunities waiting for you. A positive attitude and great confidence can make you stand out from other applicants despite your disability.

About the Author:Kate Ross-Myers works for a New-York based human resources magazine. She has a broad experience in preparing resource materials on hiring, recruitment, and training. Kate also speaks on forums and conventions on employee wellness and growth.
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